Tattoos at work: Is a tattoo policy even needed?

Previously, tattoos carried a somewhat harsh stigma in professional settings, and many employers banned visible tattoos in their dress code policies. However, that view shifted dramatically as millennials and Gen Z entered the workforce. Now, most Americans are more open-minded about tattoos at work and less likely to view them as unprofessional. But does that mean that you should change your company’s policy?

Many top employers have relaxed their tattoo policies. It’s worth revisiting your policy to ensure it’s not outdated. Business owners know their customers best. Factor in customer and employee opinions. If you amend your dress code to allow tattoos, explore the benefits and key considerations. This will help you shape your organization’s tattoo policy.

Do employers have to allow tattoos?

Many employers first wonder whether they can legally prohibit tattoos. The general answer is yes. In most cases, employers do not legally have to allow visible tattoos or piercings at work. There is no federal law banning tattoo discrimination, and employers are legally allowed to impose dress and personal grooming standards and factor tattoos into hiring decisions, with one major exception.

Accommodations may be necessary if the dress code conflicts with religious beliefs. Tattoos are only protected if they are integral to religious practice. Covering the tattoo must interfere with that practice. Many get religious tattoos as personal expression, but they do not need accommodation.

Advantages of allowing tattoos at work

It’s always important to keep your specific industry, location, and target clientele in mind when deciding on the best tattoo policy for your company.

Creating an inclusive company culture

Relaxing your dress code around visible tattoos can help build a welcoming company culture. This includes easing limitations on unusual hair colors or visible piercings. A relaxed “come as you are” environment helps employees feel like they can be themselves. This builds morale and facilitates stronger team bonding.

Showcasing creativity and building relatability

Allowing visible body art can help build credibility in creative fields. Well-done and creative body art can reflect well on employees in creative fields like cosmetology, graphic design, and more. Customers may also find employees more relatable if they are able to showcase more of their personalities at work through visible tattoos, accessories, or interesting hair colors.

Stereotypes about tattoos may not reflect on the employer

There are still a lot of people who hold negative stereotypes about people with tattoos. Younger generations have broadly accepted tattoos, however, employers serving older customers or those with more traditional views may worry that having tattooed employees may reflect poorly on their brand. This is a concern for some employers.

A recent study found that negative stereotypes about tattoos did not negatively impact customers’ perceptions of the organization employing tattooed workers or their products. This is important as it shows that customers who are biased against tattooed employees will not generally take that bias out on the company.

Companies don’t want employees’ appearance to reflect poorly on the brand. Upscale restaurants or retail stores typically require formal attire, and casual clothing may not fit the desired brand image. If employees can dress to uphold the image and tattoos and don’t harm customer opinions, easing restrictions may be worthwhile.

Widening the talent pool

One of the best reasons to relax tattoo policies in your organization is to widen the potential talent pool. Is it really worth missing out on top talent because they have some ink on their skin? Moreover, depending on the area that your business is located in, banning tattoos may significantly limit your talent pool. In non-customer-facing roles, it’s often not worth missing out on good candidates or making current talent uncomfortable by forcing them to wear long sleeves or layers in the summer.

Considerations when Crafting Your Workplace Tattoo Policy

If you decide to allow tattoos, you may want to consider the following limitations or factors.

Tattoo placement

You don’t necessarily have to go all or nothing with your tattoo policy. Some employers may allow visible tattoos on employees’ arms but not on the face or neck. This is actually the dress code that most military personnel need to follow, as even the U.S. military has lowered restrictions on tattoos. Face tattoos often carry a larger stigma and are more noticeable when an employee is speaking with a customer.

Sanitation guidelines

Depending on your industry, providing some guidelines for new tattoos for sanitary purposes may make sense. Food service or healthcare workers may be advised to cover up new tattoos during the healing process just as they should any other open wound. The skin may also start peeling or flaking during healing, which can be problematic if it’s on their arm or hands. You don’t want someone getting a piece of flaked-off skin in their dinner after all.

Advise employees with unhealed tattoos to wear gloves and bandages or wrap their tattoos at work. Most employees should agree, as this keeps their new tattoo clean and dry to prevent infection. Covering the tattoo also acts as a safety precaution for them.

Tattoos that should not be allowed

Altering your dress code does not mean allowing tattoos. Your dress code likely bans clothing with profanity, so it’s reasonable to request covering tattoos with profanity at work. Tattoos with hate symbols, offensive imagery, and gang affiliation should also be banned. This applies even in tattoo-friendly workplaces.

Do employers even need a tattoo policy anymore?

Many employers question whether they must create a formal tattoo policy these days. If you’re OK with tattoos, should they be added to the employee handbook or documented in a formal company policy?

It’s better to err on the side of caution and document your policy. The primary reason is problematic tattoos. Documenting your policy and having employees acknowledge it gives you a paper trail. This helps if an employee ever comes in with a sexually explicit or hateful tattoo. These tattoos can create a hostile work environment. Other employees may feel threatened or harassed by them.

You may think you wouldn’t hire someone with those kinds of tattoos. Many people with tattoos wore long sleeves to job interviews before learning the new policy. As a result, you may be unable to weed out candidates with inappropriate tattoos during hiring.A clear policy allows you to set clear expectations. This ensures employees know what tattoos they need to cover.

More Resources:
Standard religious accommodations and how to implement them
Types of workplace conflict and how to handle them
Why two weeks notice matters & how to write your resignation letter